本文在对绩效考评相关理论研究的基础上，通过对猎鹰物业公司中层管理人
员原绩效考评体系进行深入的调查，指出原绩效考评体系中存在考评目的不明确、
考评指标不科学、考评方法不适用、考评流程不规范和绩效反馈不恰当等问题。
针对存在的问题，本论文对中层管理人员绩效考评体系进行了优化设计，根据绩
效考评体系设计必须遵循的相关原则，优化策略着重从绩效考评指标、绩效考评
方法和考评流程三方面着手来优化现有绩效考评体系。具体包括中层管理人员岗
位特征分析、考评指标优化、考评指标权重设计、考评主体与客体设计、考评周
期与频次优化、考评结果评定与运用设计和绩效反馈机制的优化，并在此基础上
建立一套规范、合理的中层管理人员绩效考评体系。
最后，本文提出了完善目标管理机制、健全组织结构与岗位体系、优化中层
管理人员选聘与晋升体系、加强中层管理人员的激励和培训制度等中层管理人员
绩效考评体系的保障措施，以保障优化后的绩效考评体系顺利实施。
关键词：猎鹰物业公司；中层管理人员；绩效考评
Abstract
The domestic property management businesses are facing more fierce marketing
competition with the advent of economic globalization, and the business management
is facing challenges and impacts. The business management personnel, particularly
those for the middle-level management passing on information as key links, have been
pushed to the front position by the increasingly fierce competition. The performance
appraisal rating is a main path to manage the middle-level management personnel,
which directly influences on the business management effect and the enterprise's
comprehensive strength.
This thesis is based on the related theoretical research of performance appraisal
rating, by analyzing in depth the original performance appraisal rating system aiming
at Middle Management personnel of Falcon Property Company, pointing out that the
problems existing in practice includes vague appraisal rating aim, unscientific
appraisal rating index and inapplicable appraisal rating method, non-standard
procedures and inappropriate performance feedback. This thesis, based on current
situation research on original performance appraisal rating system of the Middle-level
management, makes an optimizing design on the performance appraisal rating system
of the middle-level management personnel, and tries to solve the main problems.
According to the related principles surely followed by performance appraisal rating
system design, the optimization strategy focuses on three aspects including
performance appraisal rating index, methods and procedures to optimize original
performance appraisal rating. The content mainly covers the post analysis of the
middle-level management personnel, optimization of appraisal rating index, weighing
design of appraisal rating index, main body and object design of appraisal, period and
frequency optimization of appraisal, result assess and optimization of application
design and performance feedback system, thus setting up a set of standard and
reasonable performance appraisal rating system of the Middle-level management
personnel.
At last, this thesis puts forward the guarantee measure after optimizing the
performance appraisal rating system of the middle-level management personnel such
as perfecting target management mechanism, improving the organization structure and
post system, optimizing the hiring and promotion system of the middle-level。。。
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